Monday, May 8, 2023

Are You an Inclusive Coworker?

Many of us have been there—in a meeting or event that is not inclusive. Often, it’s fairly subtle and it’s only upon reflection that you realize it wasn’t you—it was the experience itself that wasn’t inclusive.

Guide Magazine

By Trish Douma

At work, unconscious biases negatively impact women, people of colour, people with neurodivergent brains, introverts, and remote workers. Diversity on a team, or in a meeting, doesn’t mean inclusivity if we are not creating space for everyone to participate in a healthy manner.

According to an article by Hilary Dubin on atlassian.com, “women, people of colour, remote workers, and introverts often struggle to be heard in meetings. Based on what we know about the benefits of diversity, the impact of excluding certain groups is that the entire team misses out on valuable ideas and insights that lead to new opportunities.”

We cannot rid ourselves of our unconscious biases. But we can engage our conscious brain to override them.

6 Tips to Be a More Inclusive Coworker

1.   Make a point of connecting with people who are different from you. Confirmation bias runs deep, and we often enjoy being around people who experience the world in the same way we do. But doing so means we do not reap the rewards of diversity and inclusion.
2.   Proactively give less dominant coworkers the opportunity to speak. This might mean asking those who haven’t spoken if they would like to contribute.
3.   Dubin advises to “be careful not to put anyone on the spot by pressuring them to have a meaningful answer instantly. Ironically, a closed question like ‘Joan, would you agree with what’s been said so far?’ can actually help that person open up. If they have something meaningful to add, they now have the floor to elaborate.”
4.   Interrupt the interrupters. While not always intentional, research shows that men interrupt women at a far higher rate than they interrupt other men. It can be as simple as saying, “Hang on, I think Joan wasn’t done yet.”
5.   Acknowledge each other’s contributions, give credit where it is due, and amplify the voice or work of someone who isn’t the loudest voice in the room.
6.   If you have power, whether by virtue of your title or the fact that you are in the majority, use it to encourage others’ full participation, and remain curious and open.

3 Tips for Chairing a More Inclusive Meeting

1.   Circulate the agenda with plenty of notice (at least 24 hours). Many people, especially those who are introverts or neurodivergent, need time to process what they are going to say. Be clear on the purpose of the meeting.
2.   Let everyone know in advance that you intend to run an inclusive meeting. This will help everyone prepare for what could be a substantial change in the way meetings have been run in the past.
3.   Budget your time wisely. It takes time to provide everyone with an opportunity to speak.

Are You an Inclusive Coworker?

6 Tips to Be a More Inclusive Coworker

3 Tips for Chairing a More Inclusive Meeting

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